Human Resource

Teryl Schroenn, MD at Accsys, an HR and payroll software management specialist, has confirmed that the company will sponsor an e-learning bursary, valued at R21 000, as a prize to be drawn at the annual South African Payroll Association Conference in September.

Recently the often contentious subject of Affirmative Action reared it's ugly head again, amidst calls for an affirmative action Codesa to be implemented to help regulate it's application to business. Tim Houghton looks at the latest views on the subject.

Cathie Webb, Chief Operations Officer at Accsys, has been nominated as a finalist in the Johannesburg Businesswoman?s Association (BWA) Regional Business Achiever Awards 2007 (Corporate category), sponsored by The Businesswomen?s Association (BWA).

Thohoyandou Magistrate's Court has slapped a leading fabric manufacturing company with a fine for refusing to comply with the lawful order of a labour inspector during an inspection.

The Director for the Commission for Conciliation, Mediation and Arbitration (CCMA),
Nerine Khan, has stated that her organisation has mooted a new turnaround strategy aimed at improving service delivery of the system by 2010.

South African companies are expected to use part of their profit margin to invest in people, resources and communities. Corporate social responsibility ranks high in the order of priorities and the HR and payroll administration industry is helping to set the benchmark says Teryl Schroenn, MD at Accsys.

Potential employers are increasingly resorting to "cyber vetting? as a means of uncovering "digital dirt? on future employees. Do you think about that when you are writing on Facebook? Thought not...
Debbie Goodman-Bhyat, MD of Jack Hammer Executive Headhunters takes us through the details.

Government has welcomed the signing of the 2007 multi-term salary agreement which brought an end to the public service strike which had severely affected schooling and the health services.

Employers in the hospitality industry have been given an extended deadline to submit their updated employee's information.

Labour Minister Membathisi Mdladlana attacked critics of the Employment Equity act, and announced that it's implementation was "inevitable'. He was also quick to emphasise the role of business as key stakeholders in the process.

As a leader, your ability to recruit the right people and develop them is critical to the success of your organisation. Key considerations are recruitment, remuneration, performance appraisals, training, team-building, conflict resolution, and succession planning. Let?s explore how leaders ensure the sustainable growth of their business through their people.

The first city on the Government's Empolyment Equity Roadshow was Durban, where dozens of employers came to take advantage to the experts' help in fulfilling their obligation to the EE act.

Shortage of artisan skills leads to high turnover of artisans, able to call their own wage levels. When an employer responds by raising wages to retain artisans, other in the company covered by a Bargaining Council Agreement, don't have the flexibility to re-enter into wage negotiations during the currency of the industry agreement and can't proceed on a legal strike.

It is the Government's hope that South Africa?s hospitality industry will experience greatly improved service levels once the minimum wage law comes into effect on 1 July this year.

Can a suspension "deny the dignity of employment"? This and other questions related to pursuing a PDA (Protected Disclosures Act) claim, such as: defining a protected disclosure, identifying occupational detriment, and establishing an appropriate remedy, are answered in this Labour Court judgement.

Business success is dependent on the performance of employees and building leadership capacity is essential to enhance operations. So claims Vicki Shaw, CEO of the Centre for Conscious Leadership (CCL), a South African consulting organization specializing in leadership learning and transformation.

Good news for those employed in the taxi industry, with the announcement of regulation of the minimum wage amount payable to Taxi Operators and Rank Officials.

Des Squire, director of Applied Management Studies International looks at how changing the perceptions regarding disciplinary hearings might help the whole process achieve more positive results.

A dismissed "masseuse/sex worker" could not have the case arbitrated at the CCMA. Although the Constitution provides that "everyone has the right to fair labour practices", the Commissioner found that an employment contract containing requirements to conduct illegal acts (effectively prostitution), was not an enforceable contract. Is this in the interests of public policy?

Having difficulty achieving action on your settlement agreement? It can be made an order of court which will allow a sheriff of the court to take action to enforce the agreement by attaching assets. In this case the applicants were not successful - read why

For a claim of constructive dismissal to be upheld, an employee needs to ensure that they have exhausted all possible internal remedies in attempting to resolve the behaviour complained off - this holds true for all constructive dismissal claims and in this case for alleged sexual harassment.

A dismissal, which followed a complaint lodged with the Department of Labour and found to be without substance, was found to be fair. The employee's action was taken after the company rejected a medical certificate from an unregistered traditional healer. Because the claim was not valid and genuine, the employee could not claim that it was a "protected disclosure".

The Department of Labour Employment Equity Inspectorate first seeks an undertaking that the employer will comply with the EEA requirements of: consultation with employees, analyzing employment barriers, and preparing an EE plan. When the employer fails to comply, a Compliance Order is issued, and after continued non-compliance, that Order is made an order of court and a fine issued.

Labour Court reverses CCMA award - finds that Commissioner was grossly misdirected in findings. Dismissed employee achieves re-instatement and maximum compensation of 12 months.

What constitutes a reasonable expectation of renewal of a fixed-term contract? If the contract is renewed for a lesser period than the original contract, is this less favourable? See also Govender and General Electric SA. In this case, there is reference to concerns about performance. Avoid becoming embroiled in unnecessary renewals of fixed term contracts - make appropriate use of the "probationary" clause rights afforded to the employer by the LRA.


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